I returned to work in February after taking Additional Maternity Leave (AML) and I immediately put in a grievance because my company refused to reinstate me in my previous role. They said that, while I was away, several changes had happened and that they could no longer sustain my flexible working in this role (I work full time, but with two afternoons from home). My grievance is that the changes haven't affected the job that I was doing and it still exists in the same capacity and, since my flexible working is part of my contract, that I have right to be reinstated in the role. They argue that all they have to give me is a job with the same job title and have moved me onto a different role, claiming this is where they need the resources. In my opinion, this role was a made-up role and didn't really exist. I am still waiting for the outcome to my grievance, but, in the meantime, the company have just announced that they are restructuring and the job they put me into has gone! My worry now is that 1) this makes me vulnerable to redundancy and 2) if they don't make me redundant they will use the opportunity to cancel my flexi working. What do you suggest? Do I have any rights?
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I am on Additional Maternity Leave from my part-time job. I have been contacted by my employer about a restructuring. My line manager is being changed, although I haven't been advised any further. Also, a colleague who was at the same level of me when I left indicated that I would be reporting to him on return. Is this a job with the same status as I think I am entitled to? Also, this person has put in writing that my post will change and in his opinion should be a full-time role, which I am not interested in. What are my rights?
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I am currently on additional maternity leave. I worked part time in a marketing execeutive role before my pregnancy doing project work and also some of the administrative duties in the department. Since I went on maternity leave, there has been a restructure in the marketing department due to someone else leaving, which took place during my ordinary maternity leave period. As such the PT marketing executive role no longer exists and has been replaced by a full time Marketing Adminstrator role. My employer did not consult me about the changes to the department or my role, assuming that I would not want to work full time. They are happy for me to come back to the Marketing Administrator role on a part-time basis. On paper there is no huge difference between the roles in terms of content. However, the new role's priority is to deal with the administration and dealing with customer calls and queries (previously this was shared by myself and another colleague whose responsibilities have increased and as such they no longer have the capacity to do this). I feel this new role is tantamount to demotion as much of the project work I used to do has been taken away. My company has offered to make me redundant should I not wish to return. However, I am rather stuck as my husband was made redundant several months ago and at present I cannot afford to not be working. What are my rights?
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I am currently on maternity leave on the unpaid part since 14 March. I received confirmation from my employers that my voluntary redudancy application had been approved and was given 3 months notice from 8 March. I have asked if I can have accrued holiday pay in respect of unused holiday entitlement, but have been advised that I have to use up any holiday entitlement during my notice period as it will not be paid. My maternity leave ends on 14 June and my intention had been to use my accrued holiday leave from that point before returning to work. However, as I am now taking voluntary redundancy it is unclear how I am expected to use my holiday leave if in theory I am not returning to work. In addition I asked if I can receive payment in lieu of notice. However, I have been advised that the expectation is I will work by notice. I am confused by this as technically I will not physically return to work as my maternity leave ends after the notice period given. Are you able to advise?
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I am currently on annual leave prior to my maternity leave starting on 12th April. I am on a job-share and I work in HR. We were recently informed our office would be restructured due to cost savings and we had the first meeting with our Director about it this week. This is the consultation stage. I attended the meeting. Basically we have been told that a Satellite Office will be closed and this merger will result in the loss of some posts i.e. 1 HR Manager, 1 HR Adviser and 3 HR Assistants. We have been told that you will only be job matched if there is only 1 person for that job. If you are matched you cannot apply for any other post. Non-matched people will have to apply for roles still available. We were told we can apply on a job share basis so that's fine. But I have a couple of questions: Considering I am going to be on maternity leave, should I have to go through the same process as everyone else? Also, is what they are doing correct? Can they suddently turn around and say you have to go into a lower grade and take a demoted role? We were also told that if we didn't get the job we went for at application stage then they would look to other jobs in our Institution and failing that it would be redundancy. Can this happen to me on maternity leave?
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